MEAT OF THE MATTER - LMI€¦ · Meat of the Matter is the first stage of the Securing Canada’s Meat Workforce project. The intent of this report is to analyze labour market employment

MEAT OF THE MATTERLabour challenges and HR best practices of

Canada’s REMOTE MEAT processors

LABOUR MARKET INFORMATION REPORT SERIES

This project was funded by the Government of Canada’s Sector Council Program.

The opinions and interpretations in this publication are those of the author and donot necessarily reflect those of the Government of Canada.

ISBN 978-0-9959267-0-7

Copyright © 2017 Food Processing Human Resources Council

All rights reserved. The use of any part of this publication, whether it is reproduced, stored in a retrieval system or

transmitted in any form or by any means (including electronic, mechanical, photographic, photocopying or recording),

without the prior written permission of the Food Processing Human Resources Council is an infringement of copyright law.

For more information, contact:

Food Processing Human Resources Council

201 – 3030 Conroy Road

Ottawa, Ontario K1G 6C2

Tel. (613) 237-7988

Toll Free: 1- 877- 963-7472Fax: 613-237-9939

[email protected]

Funded By: Created By: In Partnership With:

SECURING CANADA’S MEAT WORKFORCE

1. INTRODUCTION..................................................................................................... 4

1.1. RELEVANCE: LABOUR MARKET CHALLENGES, AN IMPEDIMENT TO

CANADIAN MANUFACTURING GROWTH AND THE SUSTAINABILITY OF

RURAL ECONOMIES ........................................................................................ 4

1.2. SECURING CANADA’S MEAT WORKFORCE, REAL CHALLENGES –

PRACTICAL SOLUTIONS – FRESH PERSPECTIVES ........................................ 5

1.3. PURPOSE OF THIS REPORT ........................................................................... 5

2. UNDERSTANDING THE CANADIAN MEAT PROCESSING LANDSCAPE .......... 8

2.1. KEY DEFINITIONS ............................................................................................ 8

2.1.1. Meat Processing .................................................................................. 8

2.1.2. Industrial Meat Cutter ............................................................................ 8

2.1.3. “Rural” vs “Remote” .............................................................................. 8

2.2. INDUSTRY TRAINING: THE TREND AWAY FROM SCHOOL-BASED

PROGRAMS TOWARDS IN-HOUSE TRAINING ............................................... 9

2.2.1. A Response to the Challenge: Raising the Skills Standard for Food

and Beverage Manufacturers Project ................................................... 10

2.3. TODAY’S CANADIAN RURAL COMMUNITY: THE TWIN CHALLENGES

OF OUT-MIGRATION AND AN AGING POPULATION ..................................... 10

2.4. THE TEMPORARY FOREIGN WORKER PROGRAM: PART OF THE

ANSWER FOR REMOTE MEAT PROCESSORS .............................................. 11

2.4.1 The Role of the LMIA .......................................................................... 12

3. THE STORY ......................................................................................................... 14

3.1. EXPORTS AND EXPANSION: DRIVING INCREASED DEMAND

FOR LABOUR AMONG REMOTE MEAT PROCESSORS ................................ 14

3.1.1. High growth opportunities ................................................................... 14

3.1.2. Investment, Innovation, and Expansion ................................................ 14

TABLE OF

CONTENTS

2 MEAT OF THE MATTER

3.2. LABOUR MARKET PROFILE: AN AVERAGE 10 PER CENT JOB VACANCY

RATE AND 26 PER CENT TURNOVER RATE ................................................. 15

3.2.1. Who works at remote meat plants? .................................................... 15

3.2.2. Labour supply: economic region and labour force unemployment ....... 16

3.2.3. Labour supply: Nearby First Nations .................................................... 19

3.3. HR CHALLENGES: HIRING CANADIANS AND RETAINING EMPLOYEES ...... 20

3.4. HR STRATEGIES: WAGES AND BENEFITS .................................................... 21

3.5. HR STRATEGIES: RECRUITMENT EFFORTS ................................................. 22

3.5.1. Marketing/Advertising .......................................................................... 22

3.5.2. Outreach to First Nations/Indigenous Peoples ..................................... 23

3.5.3. Educational Programs/Partnerships ..................................................... 24

3.5.4. Outreach to recent immigrants and refugees ....................................... 25

3.6. HR STRATEGIES: THE TEMPORARY FOREIGN WORKER

PROGRAM (TFWP) ......................................................................................... 25

3.6.1. Why the TFWP? .................................................................................. 26

3.7. CASE STUDY GAP ANALYSIS ........................................................................ 30

4. CONCLUSIONS AND RECOMMENDATIONS FOR GAINING A BETTER

UNDERSTANDING OF THE HR SITUATION OF CANADA’S REMOTE

MEAT PROCESSORS .......................................................................................... 32

4.1. RECOMMENDATIONS .................................................................................... 32

5. APPENDIX 1: DIMENSIONS FOR GAP ASSESSMENT

& CASE STUDY INFORMATION .......................................................................... 36

3Labour challenges and HR best practices of Canada’s remote meat processors

1.1. RELEVANCE: LABOUR MARKET CHALLENGES, AN IMPEDIMENT TO CANADIAN MANUFACTURING GROWTH AND THE SUSTAINABILITY OF RURAL ECONOMIES

Meat processing is a large and integral part of the Canadian economy.

As the biggest subsector of Canada’s food and beverage processing

industry (itself the second-largest manufacturing sector in the country by

revenue), meat processing accounted for 25 per cent of the country’s

food and beverage exports and $26.3 billion in 2014.1 Meat processing

is also Canada’s largest food and beverage manufacturing employer,

with 64,500 workers in 2015.

Canada is a net exporter of meat products ($6.8 billion exported versus

$3.8 billion imported in 2014). The United States remains the industry’s

largest export market. The majority of imports come from the United

States followed by Australia, New Zealand, and Uruguay2 – but demand

for Canadian meat products in fast-growing international economies like

China is increasing, thanks in part to Canada’s reputation for producing

safe, quality products.3 In response to this increased demand, Canadian

meat processors are exploring opportunities to expand operations and

increase revenues, which could help Canada’s stagnant economy grow.

However, many meat processors say they are unable to meet increased

demand because of labour shortfalls and, as a result, have been forced

to turn down orders, scale back production, and/or ship meat products

abroad to receive value-added cuts elsewhere. In fact, just 50 per cent

of Canada’s agricultural production is processed here.4 Meat processors located in rural or remote regions – the largest

employers in the meat industry – are particularly struggling to fill critical vacancies. Some of the key factors behind these

challenges include:

• Absolute lack of available labour;

• Lack of Canadians’ willingness to work in food processing, and;

• Lack of younger, able-bodied workers.

Although they can only sell within provincial boundaries, provincially-regulated processors are also experiencing similar

challenges. And, like their much larger counterpart, some have had to limit business expansion as the result of labour

shortages.5 This is one indication that the nature of the labour market challenges faced by some of Canada’s largest

and geographically remote processors may be quite consistent across the meat processing sector.

1 Overview of the Food and Beverage Processing Industry, Agriculture and Agri-food Canada. http://www.agr.gc.ca/eng/industry-markets-and-trade/statistics-and-market-information/by-product-sector/processed-food-and-beverages-sector/overview-of-the-food-and-beverage-processing-industry/?id=1174563085690.

2 Canada’s Meat Product Manufacturing Industry, Agriculture and Agri-Food Canada. http://www.agr.gc.ca/eng/industry-markets-and-trade/statistics-and-market-information/by-product-sector/processed-food-and-beverages-sector/profiles-of-processed-food-and-beverages-industries/canada-s-meat-product-manufacturing-industry/?id=1449838074216.

3 Barton, Dominic and David McInnes. “How Canada can become a global food production powerhouse,” The Globe and Mail. 12 Mar 2017.4 Ibid.5 “Introduction,” Labour Market Partnership Engagement Final Report, BC Association of Abattoirs. December 2016.

1. INTRODUCTION


In addition to making efforts to recruit from underrepresented groups in the Canadian labour force (e.g., Indigenous workers,

recent immigrants and refugees), much of the Canadian meat processing industry has relied on the work of foreign nationals

via the Temporary Foreign Worker Program (TFWP) to fill critical gaps. The TFWP has undergone several stages of alteration

since 2014, which have collectively had the effect of limiting meat processors’ abilities to address labour shortfalls through the

program. With the TFWP currently under review, the timing is optimal to provide documented evidence and information on the

various approaches and efforts meat processors are currently using to recruit workers from underrepresented groups in the

Canadian labour force.

1.2. SECURING CANADA’S MEAT WORKFORCE, REAL CHALLENGES – PRACTICAL SOLUTIONS – FRESH PERSPECTIVES

In response to these industry-wide HR challenges, the Food Processing

Human Resources Council (FPHRC), with support from Employment and Social

Development Canada (ESDC) and industry partners, is undertaking a comprehensive

labour market information (LMI) study of the meat processing sector to help

identify human resources best practices and assist employers with their workforce

development efforts.

The Securing Canada’s Meat Workforce, Real Challenges – Practical Solutions –

Fresh Perspectives project will develop industry-validated labour market information

pertaining to the meat processing industry across Canada (as well as the fish and seafood processing industry in Atlantic

Canada through the simultaneous Securing Canada’s Fish + Seafood Workforce, Real Challenges – Practical Solutions –

Fresh Perspectives project). The project has been designed to produce regional, job-specific LMI designed to assist meat

processing employers across Canada with identifying, forecasting, and addressing their labour and skills needs.

1.3. PURPOSE OF THIS REPORT

Meat of the Matter is the first stage of the Securing Canada’s Meat

Workforce project. The intent of this report is to analyze labour market

employment information through the lens of meat processors located in

remote regions of Canada. It assesses the information currently available,

identifies gaps in data, and makes recommendations for upcoming

phases of the Securing Canada’s Meat Workforce project. Labour

market information focused on demand for workers in remote regions

has been documented in general – including the eight case studies

analysed in this report – however, the supply of workers in these

regions has not. Our project will provide a full picture – demand and

details on supply.

DEMAND FOR CANADIAN MEAT PRODUCTS IN FAST-GROWING

INTERNATIONAL ECONOMIES LIKE CHINA IS INCREASING, THANKS IN PART TO CANADA’S REPUTATION FOR PRODUCING SAFE, QUALITY PRODUCTS.

MEAT OF THE MATTERLabour challenges and HR best practices of

Canada’s REMOTE MEAT processors

LABOUR MARKET INFORMATION

REPORT SERIES


To date, the best LMI available for remote meat processors are found in

case studies commissioned by the Canadian Meat Council. These eight

cases covering 14 different plants contain quantitative and qualitative

information on recruitment, retention and other HR challenges faced by

companies, and describe how HR challenges impact business and, in

some instances, the local economy. For the present report, the case study

information was complemented by other sources of information, including an

analysis of plant-level information on workforce, exports, linked census data,

employment insurance data, and geographic data, contained in a Canadian

meat processing sector database currently being developed by FPHRC.

In addition, a gap analysis of the case study information was undertaken

to assist in identifying potential next steps and to strengthen the collection and analysis of LMI for the sector.

We note that workforce and business statistics associated with each of the 14 case study plants are presented in this report

in aggregate, and are herein referred to collectively as The Plants.

• The Plants are composed of 12 pork processing plants and two beef processing plants.

• With a total of 14,000 employees, The Plants represent approximately 22 per cent

of the 64,500-employee Canadian meat processing industry.

The conclusion of this report presents recommendations on areas for further study and proposed next steps in the Securing

Canada’s Meat Workforce, Real Challenges – Practical Solutions – Fresh Perspectives project.

MANY MEAT PROCESSORS SAY THEY ARE UNABLE TO

MEET INCREASED DEMAND BECAUSE OF LABOUR SHORTFALLS.

Figure 1: Phases of the Securing Canada’s Meat Workforce, Real Challenges – Practical Solutions – Fresh

Perspectives project

SYNTHESIS OFRESEARCH FINDINGS& COMMUNICATIONS

FOR ALL MEAT PLANTS

MEAT OF THE MATTER REPORT | REMOTE

PLANTS ONLY

1 3LABOURFORCE

PROFILES

LABOURSOURCE

ANALYSIS2 OCCUPATIONALANALYSIS, WORKER

COMPENSATION,DEMAND PROJECTION


THE PLANTS ARE COMPOSED OF 12 PORK

PROCESSING PLANTS AND TWO BEEF PROCESSING PLANTS.


2.1. KEY DEFINITIONS 2.1.1. MeatProcessing

The processing of many different types of meat falls under this definition, including beef, pork, poultry, veal, game, and foul.

The meat processing sector begins when the animal leaves the farm.6 The meat processing value chain comprises:

• Abattoir/slaughter;

• Meat cutting (quartering, initial cuts of meat, and retail cuts), and;

• Further processing (i.e. sausage).

Figure 2: Phases of the meat processing value chain

Many businesses in the meat processing industry focus on one segment of the value chain, while others perform more than

one type of processing. While a few businesses may have some agricultural integration (i.e. as livestock feed lots), the meat

processing sector is clearly distinct from the animal agriculture sector.

2.1.2. IndustrialMeatCutter

Industrial meat cutters have the knowledge and skills to safely operate equipment to process farm-raised animals into

meat products, according to organizational, industry and regulatory standards. Industrial meat cutters work in fast-paced,

combined labour intensive and automated environments. The scope of the Industrial Meat Cutter occupation includes

the receiving of live animals through to the breakdown of the animal into

primal, sub-primal and retail cuts and into food packaging.7 Industrial meat

cutters must continually adapt to changing quality, regulatory standards

and workplace technologies. For example, the way that meat is cut and

processed can vary significantly according to export market (e.g., pork that

is being shipped to Japan is processed according to different specification

than pork destined for Canadian supermarkets).

2.1.3.“Rural”vs“Remote”

The eight case studies sponsored by the Canadian Meat Council focus on

relatively large plants operating in remote locations. As described later in this

report, this, as a labour market dynamic, can produce some very complex

and urgent HR challenges.

2. UNDERSTANDING THE CANADIAN MEAT PROCESSING LANDSCAPE

6 Sometimes, farms and processing facilities are in the same location. 7 National Competency Standards for Industrial Meat Cutter, Food Processing HR Council. 2015. iii.

TO AVOID CONFUSION & DISCREPANCIES... THIS REPORT…

USES THE WORD REMOTE TO REFER TO REGIONS THAT ARE BOTH TECHNICALLY AND COMMONLY RURAL.

FARM ABATTOIR/SLAUGHTER

MEATCUTTING

FURTHERPROCESSING

RETAIL

MEAT PROCESSING SECTOR


The Statistics Canada definition of rural is an area with a population under 1,000 or a

density of under 400 persons per square kilometre.8 This definition is used in census

classifications and often in labour market research. In the vernacular, however, rural

also refers to remote geographic areas – even if they do not technically meet the

Statistics Canada threshold of less than 400 people per square kilometer. In this

sense, rural describes any area with a low population density or an area that is a long

distance from a high population density location – or both.9 To avoid confusion and

discrepancies between both uses of rural, this report instead uses the word remote

to refer to regions that are both technically and commonly rural. Meat of the

Matter sets the population density ceiling for remote at 1,000 people

per square kilometre.

2.2. INDUSTRY TRAINING: THE TREND AWAY FROM SCHOOL-BASED PROGRAMS TOWARDS IN-HOUSE TRAINING

Meat cutting/butchery is currently an unregulated occupation in Canada, meaning there is no standardized training. At one

time, most Canadian colleges offered some kind of butcher certification or training program. However, the B.C. Association

of Abattoirs notes that these kinds of programs have been in decline since the industrialization of meat processing in the

1990s.10 There are currently six butcher/meat cutting programs offered across the country and one in development, however

the majority of these are focused on retail butchering – often including seafood handling, customer service, and marketing/

merchandizing training as well.11 A Meat Processing Certificate program at Olds College in Alberta is the only meat cutting

school in North America that still teaches animal processing (slaughter).12

8 “Canada goes urban,” The Daily, Statistics Canada. http://www.statcan.gc.ca/pub/11-630-x/11-630-x2015004-eng.htm. 2017.9 “Definitions,” Rural report fact sheets, Federation of Canadian municipalities. http://www.fcm.ca/home/issues/rural/rural-report-fact-sheets/definitions.htm. 2016.10 Labour Market Partnership Engagement Final Report, BC Association of Abattoirs. December 2016. 12.11 Development of a National Work-Based Certification of Skills Program for Industrial Meat Cutters in Canada, Food Processing HR Council. 2017.12.12 Labour Market Partnership Engagement Final Report, BC Association of Abattoirs. December 2016. 12.

MEAT OF THE MATTER SETS THE POPULATION

DENSITY CEILING FOR REMOTE AT 1,000 PEOPLE PER KM2.


With so few people in Canada able to train as meat cutters/butchers in school, companies are compelled to hire workers

without any industry experience and to take on the bulk of skills training themselves. In-house training is time-consuming and

expensive. Additionally, high rates of turnover at meat processing facilities necessitate constant and ongoing training for new

hires to the detriment of plant productivity.

2.2.1. AResponsetotheChallenge:Raisingthe SkillsStandardforFoodandBeverageManufacturersProject

In response to these difficulties, the Food Processing Human Resources

Council (FPHRC) has launched the Raising the Skills Standard for

Food and Beverage Manufacturers project, which has – in addition to

developing new National Occupational Standards (NOS) – examined

the feasibility of implementing certification and accreditation programs

for Canada’s meat processing industry. In early 2017, FPHRC released

a report confirming that, “the Canadian meat industry should pursue a

challenge model of certification to recognize competence of Industrial

Meat Cutters.”13 This is intended to address labour shortage challenges

faced by Canadian meat processors, in that:

• Certification, if fully embraced and incentivized by employers,

will encourage individuals to pursue employment in the meat

processing industry;

• A certification model will encourage educational institutions

to seek accreditation or develop programs based on National

Occupational Standards, opening doors to collaboration with

meat processing employers, and;14

• Certification can be used as an immigration tool to confirm

the skills of foreign workers.

This ongoing project is currently in its second stage of research and consultation. The Council is currently developing the

assessment tools including a knowledge exam and performance exercises for a Level 1 Meat Cutter. The current model has

2 Levels. Once the program is established, a designation as “Certified Industrial Meat Cutter” will be available to the industry.

2.3. TODAY’S CANADIAN RURAL COMMUNITY: THE TWIN CHALLENGES OF OUT-MIGRATION AND AN AGING POPULATION

As of 2011, fewer than one in five (18.9 per cent) Canadians live in census

rural areas. Compared to Canada’s urban centres, whose populations have

risen consistently over the past several decades, Canada’s rural population

remains relatively stagnant (though not necessarily in decline, as is a common

perception). According to Statistics Canada, the proportion of Canadians

living in rural areas is the third lowest among G8 countries, behind the United

Kingdom and the United States.15

13 Development of a National Work-Based Certification of Skills Program for Industrial Meat Cutters in Canada, Food Processing HR Council. 2017.32.14 Ibid. 15 “Canada Goes Urban,” The Daily, Statistics Canada. http://www.statcan.gc.ca/pub/11-630-x/11-630-x2015004-eng.htm.

RURAL MAYORS HAVE VOICED SUPPORT FOR IMMIGRANTS,

REFUGEES & TFWS SETTLING IN THEIR COMMUNITIES FOR WORK.


The majority of Canada’s meat processing facilities are located in rural or remote locations where labour is more difficult

to recruit. This is due, in part, to two demographic factors:

• A resident population that is aging out of the workforce (since 2008 in non-metro Canada, the number

of potential individuals entering the workforce has been less than the potential retirees),16 and;

• The small proportion of young Canadians who live in these regions (in 2011, just 17 per cent of people

living in rural areas were aged 15-29 years old – compared to the 20 per cent national average).17

Activity in the meat production sector produces three kinds of economic impacts: direct, indirect and induced. Direct

impacts represent the contributions of the sector to the economy because of its operations. Indirect impacts result from

the purchasing of inputs from other sectors to support meat processing operations. Induced impacts account for the

economic activity generated by the labour force in the meat producing and supporting sectors, as these workers spend

the income they earned. These economic impacts can be expressed in terms of job creation. According to a study by the

University of Saskatchewan, for every worker employed in the meat production line in 2008, there were three additional

jobs in the Canadian economy due to indirect economic impact effects. When induced economic impacts are also

considered, the additional number of jobs created increases to approximately six per each worker in the meat production

line. The aggregate employment in Canada resulting from a worker in this sector, considering direct, indirect and induced

impacts, is seven full-time jobs.18

Like rural population growth, economic growth in rural communities lags behind urban centres.19 Meat processing

companies located in these regions tend to be large employers, and thus major economic engines. The success

of these businesses and the prosperity of the surrounding communities are inextricably linked. In recognition of this

symbiotic relationship, and of the labour market challenges meat processors are facing, a number of rural mayors

and other officials have voiced their support for having immigrants, refugees, and Temporary Foreign Workers (TFWs)

come to their communities to work and settle. In a recent letter campaign to three federal Canadian ministers (Immigration,

Refugee, and Citizenship; Employment, Workforce Development and Labour, and; Agriculture and Agri-Food), rural

mayors emphasized the importance of options for rural immigration to helping “our Canadian rural communities and

business to grow and revitalize.”20 Among many recommendations made in similar letters, officials called for a “clear

Pathway to Permanency” for international farm and food employees whose skills are “very valuable to our economy.”21

Some benefits of immigration to rural communities include:

• Increase in population growth and birth rates;

• Decrease in median age;

• New housing construction; and

• New immigrant-owned businesses established.

2.4. THE TEMPORARY FOREIGN WORKER PROGRAM: PART OF THE ANSWER FOR REMOTE MEAT PROCESSORS

Over the years, the TFW has been used by remote meat processors to help them fill labour shortages.

Canada’s Temporary Foreign Worker Program (TFWP) was created in 1973 to allow employers to hire foreign

nationals – primarily high-skilled workers – to fill gaps in their workforces on a temporary basis. In 2002, the federal

government opened the program to “low-skilled” workers (supplementing existing low-skilled streams for seasonal

workers and live-in caregivers).

16 “Replacement of working age population,” Rural report fact sheets, Federation of Canadian Municipalities. 2015. http://www.fcm.ca/home/issues/rural/rural-report-fact-sheets/replacement-of-working-age-population.htm.

17 “Canada Goes Urban,” The Daily, Statistics Canada. http://www.statcan.gc.ca/pub/11-630-x/11-630-x2015004-eng.htm. 18 “Economic Impacts of Livestock Production in Canada – A Regional Multiplier Analysis. Canadian Cattlemen’s Association. September 2012.19 “Re: Rural Immigration: Maple Leaf Foods, Brandon, Manitoba Success Story.” Sandy Trudel, Director of Economic Development, City of Brandon, to Ministers Hussen, Hajdu,

and MacAulay. 18 January 2017. 1.20 “Re: Rural Immigration: JBS Meat Processing Plant, Brooks, Alberta.” Barry Morishita, Mayor, City of Brooks, to Ministers Hussen, Hajdu, and MacAulay. 2 February 2017. 1.21 Re: Rural Immigration – Cargill, High River, Alberta.” Craig Snodgrass, Mayor, High River, to Ministers Hussen, Hajdu, and MacAulay. 17 January 2017. 1.


Between 2009 and 2014, media reports surfaced of TFWP exploitation by some employers, and the federal government

responded with significant changes to the program. Changes included: limiting most TFWs to four years in Canada (after

which they cannot return for four years); imposing caps on the number of TFWs most business can have, and; raising the

cost of Labour Market Impact Assessments (LMIAs) from $275 to $1,000.22

In response to concerns raised about various aspects of these changes by employers and TFWs alike, the federal

government announced in February 2016 that “a comprehensive review of the program was imminent.” In the summer

of 2016, the federal government took steps to temporarily freeze caps on how many TFWs a company can employ23

and in December of the same year, the government announced several immediate changes to the program, including:

• Eliminating the four-year cumulative duration role, and;

• Committing to further developing pathways to permanence for foreign workers.

This decision applies only to companies that had more than 20% TFW’s on June 20, 2014 – the cap remains at 10% for

most companies.

2.4.1. TheRoleoftheLMIA

As the legislation currently stands, the TFWP only allows TFWs to enter Canada on a work permit at the request of an

employer who has successfully completed an LMIA. This requirement differentiates the TFWP from the International Mobility

Program, which grants work permits to foreign nationals without an LMIA approval. The primary objective of the IMP is to

“advance the economic and cultural interests of Canada,” rather than to “fill specific gaps in the labour market” – the primary

objective of the TFWP. While the objective may be “to fill a gap”, Canada’s rural mayors and officials say that TFWs actually

have positive economic and cultural impacts on the small communities in which they settle, in essence contributing to “the

economic and cultural interests of Canada!”.

The TFWP and IMP are administered by two different federal departments – Employment and Social Development Canada

(ESDC) and Immigration, Refugees, and Citizenship Canada (IRCC), respectively.24 ESDC has stated that the TFWP is to be

used by employers as a “last and limited resort to fill their acute labour shortages on a temporary basis.”25 Thus, employers

are required to fill out LMIAs to demonstrate that there are no Canadians or permanent residents available to fill their

vacancies. Specifically, the LMIA process requires employers demonstrate:

• The number of Canadians that applied and were interviewed for the available job(s);

• The reasons those Canadians were not hired;

• The employer’s understanding that Canadians may not be laid off or have work hours reduced

at a workplace that employs TFWs, and;

• The employer’s adherence to specific advertising requirements, including:

– Advertising vacancies in Canada for a minimum of four weeks;

– Using recruitment methods that go beyond posting vacancies on job sites, and;

– In the case of low-wage jobs: that efforts have been made to hire Canadians

from underrepresented groups (e.g., Indigenous people).

The 2014 program reforms reduced low-wage TFW work permits in duration from two years to one year. This change was

specifically introduced to “oblige employers to reapply for an LMIA annually so that changes in labour market conditions that

may have occurred over the previous year can be taken into account.”26

22 Dharssi, Alia. “A timeline of Canada’s temporary foreign worker program,” Desperate Canadian businesses seek changes to temporary foreign worker program, Calgary Herald. 14 September 2016.

23 Ibid. 24 “Temporary Foreign Worker Program,” Report of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities,

House of Commons. September 2016. 3.25 HUMA, Evidence, 1st Session, 42nd Parliament, 11 May 2016, 1615 (Paul Thompson, Senior Assistant Deputy Minister, Skills and Employment Branch, EDSC).26 “Temporary Foreign Worker Program,” Report of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities,

House of Commons. September 2016. 6.


THE 2014 PROGRAM REFORMS

REDUCED LOW-WAGE TFW WORK PERMITS IN DURATION FROM TWO YEARS TO ONE YEAR.

Meat processing does not currently meet the regulatory definition for work in the primary agriculture sector, which has a

specific “stream” under the TFWP allowing employers to hire migrant workers from any country to work for on-farm primary

agricultural positions for a maximum of two years.27

Meat processors have traditionally hired TFWs under the National Occupational Classification (NOC) 9462 (Industrial butchers

and meat cutters) – a low-wage stream for “C-level skill” occupations. However, meat processors have argued that an

increase in demand for retail-ready product requires they hire individuals with existing butchering/meat cutting skills for value-

added cuts. To do so, they say some of their TFWs should be classified under the “B-level skill” NOC 6331 (Butchers, meat

cutters and fishmongers – retail and wholesale).28 This classification provides more opportunities for permanent residency and

thus a permanent solution to labour shortages.

27 Ibid.28 National Occupational Classification 2016, Employment and Social Development Canada. http://noc.esdc.gc.ca/English/noc/ProfileQuickSearch.

aspx?val=6&val1=6331&ver=16&val65=fish. Please note that the NOC 6331 was NOC 6251 in the 2006 National Occupational Classification.


As noted in the introduction to this report, much of our analysis centres on the information found in the eight case studies

focusing on 14 plants, as these provide the richest and most detailed information about the HR challenges faced by remote

meat processors, as well as on strategies they have implemented and the results they have experienced.

3.1. EXPORTS AND EXPANSION: DRIVING INCREASED DEMAND FOR LABOUR AMONG REMOTE MEAT PROCESSORS

3.1.1. Highgrowthopportunities

As federally inspected meat processors, The Plants export to a number of international markets. Nine of 14 Plants say they

export internationally to anywhere from 20 to 65 countries. The most common export markets cited include Japan, China,

the United States, Mexico, Singapore, and Europe. In at least three cases, The Plants identified a focus on specialized,

value-added cuts and niche product development as a way to break into new markets and increase competitiveness.

All of The Plants say they intend to expand into new markets, should processing capacity and access to labour allow

for it. Overall, The Plants are motivated to increase exports to growing markets in Asia (where protein consumption is

on the rise),30 Europe, and beyond, but only if they can expand production capacity in their Canadian plants.

3.1.2. Investment,Innovation,andExpansion

Currently, The Plants have a combined processing capacity of 20.4 million hogs and 2.5 million cattle annually. To increase

this capacity to meet growing international demand, The Plants are prioritizing investment, innovation, and expansion at

their Canadian facilities.

At least 70 per cent of The Plants have made recent multi-million dollar investments in new, cutting-edge equipment to

increase efficiency and expand plant capacity. At least two of The Plants have used this investment to specifically acquire

waste-reducing and/or “green technology” systems. Investments have also been made in labour-saving technology. It should

be noted, however, that while investments in technology and automation in meat processing plants can improve efficiency

and output, the case studies point out that there are limits on its ability to reduce labour costs, partly because specialized

cuts require human judgement – a quality not easily automated.

Another frequently cited investment involves facility expansion and

modernization; at least 56 per cent of The Plants highlighted recent or

upcoming plans of this nature. Many of The Plants with plans to expand their

facilities also noted that additional labour will be required once expansion is

completed. For example, Olymel’s plant in Yamachiche, QC, says it will need

to nearly double its workforce in the next year to accommodate expansion.

Other areas of investment mentioned by The Plants include animal welfare

equipment, water treatment systems, and business strategy/marketing plans.

3. THE STORY

30 Unleashing the Growth Potential of Key Sectors, Advisory Council on Economic Grow. 6 February 2016.

CURRENTLY, THE PLANTS HAVE A COMBINED

PROCESSING CAPACITY OF 20.4 MILLION HOGS AND 2.5 MILLION CATTLE ANNUALLY.


3.2. LABOUR MARKET PROFILE: AN AVERAGE 10 PER CENT JOB VACANCY RATE AND 26 PER CENT TURNOVER RATE

3.2.1. Whoworksatremotemeatplants?

On average, The Plants have a current workforce of 999 employees, but operate under capacity with an average of 104 job

vacancies and an average annual turnover rate of 26 per cent. This high turnover is mainly driven by new hires. The average

breakdown of The Plants’ current workforce includes 286 female employees, 267 former TFWs who’ve transitioned to

permanent residents (PR), 50 temporary foreign workers, 32 new immigrant/refugee employees*, 21 First Nations/Indigenous

employees and four employees with disabilities. Note that even though a significant number of TFWs have technically

transitioned to permanent residency – often with the help of their employers – the TFWP is not an immigration program.

Rather, it is a labour program whose outputs sometimes result in permanent residency via the use of other provincial

or federal immigration programs intended for that purpose.

Figure 3: The Plants: Average Workforce

*New immigrant/refugee = came to Canada via immigration channels other than the TFWP; have never had a TFWP work permit; recruited via immigrant/refugee settlement agencies or other advertising.

THE PLANTS: AVERAGE WORKFORCE

DISABLED

INDIGENOUS

NEW IMMIGRANT/REFUGEE*

CURRENT TFWS

VACANT

FORMER TFWS TRANSITIONED TO PR

GENERAL (MEN & WOMEN)

4

21

32

50

104

267

521


The Plants are spread across 12 Canadian economic regions and 14 Canadian

census subdivisions, meaning labour market information is unique to each.

Compared to Canada’s urban centres, however, all of The Plants are located

in we can refer to as “small” or “remote” communities.

It is important to note that in 2016, witnesses before a federal standing

committee review of the Temporary Foreign Worker Program (TFWP)

spoke about inaccuracies in the way unemployment rates are determined

for particular regions. Specifically, they said that currently available labour

market data is “very high-level and not suited to determining labour market

conditions in smaller communities”31 – like those in which The Plants are

located. The standing committee went on to recommend that Employment

and Social Development Canada (ESDC) “take immediate steps to improve

the collection of labour market data and review the geographic zones used

for determining unemployment rates, with a view to aligning the labour market

conditions of more localized economies with the requirements of the TFWP.”32

That recommendation notwithstanding, the current state of available labour

market information may provide some insight into the hiring challenges and/or

opportunities faced by meat processors in smaller communities.

THE FEDERAL STANDING COMMITTEE RECOMMENDED

THAT ESDC “TAKE IMMEDIATE STEPS TO IMPROVE THE COLLECTION OF LABOUR MARKET DATA & REVIEW GEOGRAPHIC ZONES USED FOR DETERMINING UNEMPLOYMENT RATES, WITH A VIEW TO ALIGNING THE LABOUR MARKET CONDITIONS OF MORE LOCALIZED COMMUNITIES WITH THE REQUIREMENTS OF THE TFWP.”

31 “Temporary Foreign Worker Program,” Report of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities, House of Commons. September 2016. 16.

32 Ibid., 31.33 Appendix A: Sub-provincial geography descriptions, Guide to the Labour Force Survey, Statistics Canada. http://www.statcan.gc.ca/pub/71-543-g/2016001/appendix-

appendice1-eng.htm.34 Labour force characteristics by province and economic region, unadjusted for seasonality, 3 month moving average ending in November 2015 and November 2016,

Statistics Canada. http://www.statcan.gc.ca/pub/71-001-x/2016011/t021-eng.htm.

3.2.2. Laboursupply:economicregionandlabourforceunemployment

According to Statistics Canada, an economic region “is a grouping of complete census divisions created as a standard

geographic unit for analysis of regional economic activity.”33 A low labour force unemployment rate means that a meat

processing plant in that economic region has a relatively small available labour pool from which to recruit workers and fill

critical vacancies compared to regions with higher unemployment rates.

Based on Statistics Canada labour force information for November 6 to 12, 2016, the average labour force unemployment

rate for the economic regions surrounding The Plants is 5.8 per cent – below the 6.8 per cent national average.34 Thus,

The Plants are located – on average – in areas of the country that have low labour force unemployment relative to the

rest of Canada, which translates to a comparatively small pool of labour-ready Canadians from which to hire.

The 12 specific economic regions mentioned in Table 1 below are ones in which The Plants are located (in two cases,

there are two Plants per one economic region). Data for “Labour force population unemployed” demonstrates the actual size

of the unemployed labour pool per region. The unemployment rates in The Plants’ economic regions range from a low of

3.4 per cent to a high of 9.9 per cent. The Plants in economic regions with lower labour force unemployment rates say

they’ve experienced difficulties in filling critical vacancies when most of the nearby labour pool is already fully employed.

Please note: It is the goal of upcoming phases in the Securing Canada’s Meat Workforce project to gather more

comprehensive labour force information for the areas surrounding The Plants and all other remote meat processors

in Canada.


Table 1: Labour force unemployment information by economic region35

Economic region Labour force pop.Labour force pop.

unemployed

Labour force unemployment rate

(%)

Canada 6.8

The Plants 380,725* 23,767* 5.8*

Bas-Saint-Laurent, QC 95,900 7,700 8.0

Calgary, AB 963,600 95,000 9.9

Centre-du-Québec, QC 135,000 5,200 3.9

Chaudière-Appalaches, QC 226,400 9,600 4.2

Kitchener-Waterloo-Barrie, ON 733,400 34,200 4.7

Lanaudière, QC 264,600 18,400 7.0

Lethbridge-Medicine Hat, AB 159,500 9,700 6.1

Lower Mainland-Southwest, BC 1,626,600 84,200 5.2

Mauricie, QC 126,500 7,100 5.6

Southwest, MB 57,600 2,800 4.9

Swift Current-Moose Jaw, SK 55,400 1,900 3.4

Red Deer, AB 124,200 9,400 7.6

*Average value

PopulationdensityaroundThePlants

A census subdivision is defined by Statistics Canada as “an area that is a

municipality or an area that is deemed to be equivalent to a municipality for

statistical reporting purposes.”36 Population density per square kilometre in

a single census subdivision can be used as an indicator of how “small” or

“remote” a community might be.

For a sense of scale, Canada’s most dense census subdivision – Vancouver, BC

– has 5,249 people per square kilometre. Comparatively, the average population

density per square kilometer (per census subdivision) for all Canadian meat

processors is 1,163 people. Further still, the average population density per square

kilometre in The Plants’ census subdivisions is 376 – far below that of Vancouver

and the whole of the Canadian meat processing industry. Statistics Canada defines

“rural” as an area with less than 400 people per square kilometer.37 Thus, on average,

The Plants are located in census rural areas.

Please note: the average population density per square kilometer for all remote meat processors is 236 – less than that

of The Plants.38 This means that Canada’s most remote meat processors are not necessarily represented by the 14 case

study Plants. The hiring challenges of these ultra-remote plants are likely even further compounded by geographic and

transportation restrictions.

35 Ibid. 36 Illustrated Glossary, Statistics Canada. http://www.statcan.gc.ca/pub/92-195-x/2011001/geo/csd-sdr/csd-sdr-eng.htm. 37 Data and Definitions, Rural and Small Town Analysis Bulletin, Statistics Canada. http://www.statcan.gc.ca/pub/21-006-x/2008008/section/s2-eng.htm. 38 Per 2011 Canadian Census Data.

THE AVERAGE POPULATION DENSITY PER KM2 IN THE

PLANTS’ CENSUS SUBDIVISIONS IS FAR BELOW THAT OF THE CENSUS SUBDIVISIONS IN WHICH ALL CANADIAN MEAT PROCESSORS ARE LOCATED.


Table 2: Population density and Employment Insurance statistics by census subdivision

Census subdivisionNo. of meat processors39

Land area (square km)

Pop. per square km40

Individuals on EI41

All meat processors 1759 1,256* 1,163* 5,033*

Remote meat processors42 1033 524* 236* 642*

The Plants 14 109* 376* 503*

Brandon, MB 2 77 599 570

Brooks, AB 1 18 752 370

High River, AB 1 14 905 290

Langley, BC 15 308 338 770

Lethbridge, AB 6 122 683 1,330

Moose Jaw, SK 1 51 657 650

Neepawa, MB 5 18 206 60

Princeville, QC 3 194 29 90

Red Deer, AB 10 104 868 2,660

Saint-Alexandre- de-Kamouraska, QC

1 111 18 50

St-Esprit, QC 1 54 36 40

Vallée Jonction, QC 1 25 77 90

Woolwich, ON 8 326 71 100

Yamachiche, QC 3 107 56 50

*Average value

Available Employment Insurance (EI) information is also useful in

mapping the labour market of a given census subdivision. The average

number of individuals receiving EI benefits in all Canadian meat

processing plant census subdivisions is 5,033, but that number drops

significantly when narrowed to just “remote” meat processing plant

census subdivisions (642) and The Plants’ census subdivisions (503).

If we plot a meat processing plant in the centre of its census subdivision,

we can approximate how many individuals are receiving EI benefits

within radial distance of the plant. The actual land area (per square

kilometre) of Canadian census subdivisions is not standard, however,

meaning the radial distance of each subdivision will vary. Nevertheless,

plotting meat processing plants in this way helps illustrate the

unemployed individuals located nearby. Figure 4 below demonstrates

this – on average – for the census subdivisions of all Canadian meat

processing plants, “remote” meat processing plants, and The Plants

(case studies).

39 According to the Council’s meat processing database. Currently under development.40 Per 2011 Canadian Census data.41 As of December 2016.42 Canadian meat processors located in census subdivisions with a population density less than 1000/km2.


Figure 4: Radial measure of individuals on Employment Insurance

Overall, and even when taking account larger radiuses, there are far fewer individuals on EI within the census subdivisions of

remote meat processing plants and The Plants, compared to those of all Canadian meat processors, indicating that remote

plants have a much smaller pool of labour from which to hire than their more urban counterparts.

3.2.3. Laboursupply:NearbyFirstNations

First Nation reserves close to The Plants (and all remote meat processing facilities) offer a labour force population that is

currently underrepresented in Canada, as well as in the sector. Knowing how many Indigenous persons are available for

work within a reasonable commuting distance would be valuable information for meat processing plants looking to fill

critical vacancies. Figure 5 below shows the average distance, population, and labour force for the nearest First Nation

to The Plants, based on postal codes.

Please note: much data pertaining to First Nations population and labour force availability has not yet been identified. This

means the average values in Table 3 are based on small sample sizes of information (i.e. there are 1,033 “remote” meat

processing plants in total, but labour force information for the closest First Nation reserve to each is only available for 703).

Table 3: Distance to nearest First Nation

Distance to nearest First Nation43

(average)

Total population of nearest

First Nation (average)

Labour force population of nearest

First Nation (average)

All meat processing plants 61 km 3,291 709

Remote meat processing plants 61 km 3,193 702

The Plants 79 km 3,335 1,019

The Plants have an average of 104 vacancies. A First Nation within an 80 kilometre distance (approximately 50 minutes) and

with over 1,000 individuals in the labour force seems like a viable source of recruitment. More data is needed, however, as

labour force unemployment rates of these nearby First Nations are not currently available. Other factors, like the availability

of transportation and infrastructure conditions may also affect the potential of First Nations labour forces.

43 Based on postal code.

All Canadian processing plants(Average)

Remote processing plants(Average)

The Plants(Average)

EI: 5,033 EI: 642 EI: 503

35.4 km 22.9 km 10.4 km

35.4 km 22.9 km 10.4 km

17-20 km 11-14 km 5-8 km


3.3. HR CHALLENGES: HIRING CANADIANS AND RETAINING EMPLOYEES

The Plants cite a number of reasons as to why they have consistent difficulty hiring Canadians to fill critical vacancies. The

most common of these reasons include:

• Remote location/lack of transportation: Even when The Plants provide subsidised transportation options for

employees, long commute times between their processing facilities and settlements are a deterrent to employee

hiring and retention. In some cases new immigrants, Indigenous workers, and other groups do not own vehicles

and rural transit options are limited.

• High labour force participation: Some of The Plants are located in economic regions with very low unemployment

rates and very high labour force participation (i.e. Swift Current-Moose Jaw, SK, has an unemployment rate of

3.4 per cent, compared to a 6.8 per cent national average). The Plants in these regions have difficulty hiring

from a labour pool that is basically already fully employed.

• Lack of absolute labour: The Plants are located in remote regions of the country where populations are aging

faster than young Canadians entering the workforce. Additionally, Canada’s smaller communities have witnessed

significant youth “out migration” in recent years – a trend where young Canadians leave the rural communities of

their birth for urban centres to pursue post-secondary opportunities and a broader labour market.

• Negative perceptions/impressions of meat processing work: Some of The Plants report that negative public

perceptions about working conditions in a meat processing plant make it hard to attract workers.

Members of the Ontario Independent Meat Processors (OIMP) association also report similar challenges as those experienced

by remote meat processors: too few applicants, lack of general skills, and lack of motivation/poor attitude as primary

challenges to hiring skilled workers in their processing plants.44


44 2016 Labour Market Survey Summary Report, Ontario Independent Meat Processors. 2016.

A primary factor in HR Challenges faced by remote meat processors is attracting

new employees. Another is retaining their workers. The average annual turnover

rate for The Plants is 26 per cent. In order to try to reduce this rate, The Plants have

implemented a variety of tactics, outlined in section 3.4 below. Each of The Plants

acknowledges, for example, that wage is an important factor in employee retention,

as are working conditions.

• Negative perceptions/impressions of meat processing work: Some of

The Plants report that high turnover rates are due in part to an unwillingness

of employees to work in the “unpleasant” conditions of meat processing.

Exit interviews reveal these working conditions to include strong odours,

hot or cold temperatures, the bloodiness of animal slaughter, and physical

labour (i.e. standing for long periods). The Plants say these elements of

meat processing are unavoidable.

• The average starting wage at The Plants is $14.05 per hour, while the

average wage for an experienced worker is $19.95 per hour. These

wage rates are often supplemented by comprehensive benefit packages.

The BC Association of Abattoirs notes that the average wage of a Canadian meat

cutter/butcher has dramatically decreased since the 1990s, when the sector became heavily industrialized. Prior to this

time, meat processing in Canada was dominated by small, independent abattoirs whose employees had completed four or

so years of training to become “Master Butchers” – a well-paying skilled trade. As the industry transitioned toward an

assembly-line model staffed by in-house trained meat cutters (as opposed to formal post-secondary education), wages fell

below $8.00 per hour. This phenomenon occurred across Canada, in the United States, and in some parts of Europe.45

3.4. HR STRATEGIES: WAGES AND BENEFITS

The Plants’ average annual wage increase is 1.81 per cent, and at least 20 per cent of The Plants guarantee a certain annual

wage increase based on collective bargaining agreements. At least one of The Plants says it is actively considering increasing

its starting wage in order to attract and retain employees. As noted in the gap analysis, a plant where there is a significant

increase in starting wage with a pre/post indication of contribution of this factor to recruitment and retention rates would be

important to assess taking into account other strategies and approaches.

Other than wage, The Plants offer a variety of employee benefits and other incentives to decrease turnover. At least 70 per

cent of The Plants offer benefits packages including health, dental, and life insurance coverage, and Registered Retirement

Savings Plan (RRSP) options are offered by most. Most of The Plants say they regularly host parties for staff/families to foster

a sense of community among the workforce, while eight of 14 Plants say they recognize employees with awards and/or

bonuses based on outstanding effort, record of attendance, etc. Two of The Plants also offer scholarship opportunities

for the children of employees.

A PRIMARY FACTOR IN HR CHALLENGES FACED

BY REMOTE MEAT PROCESSORS IS ATTRACTING NEW EMPLOYEES. ANOTHER IS RETAINING THEIR WORKERS. THE AVERAGE ANNUAL TURNOVER RATE FOR THE PLANTS IS 26 PER CENT.

45 “Factors Affecting the Butcher and Abattoir Industries,” Labour Market Partnership Engagement Final Report, BC Association of Abattoirs. December 2016. 9.


Due to the remote location of The Plants, some offer relocation packages to new employees. One of The Plants, for instance,

indicates that over the past two years, it’s provided more than 200 workers with relocation packages valued at $5,000 per

person, but that “the majority have returned to their original residences.” This underscores a fundamental challenge The Plants

and other remote meat processors face in filling labour vacancies – geography.

Other methods of employee retention mentioned by The Plants include:

• Subsidised transportation to/from work (at least 50 per cent);

• Onsite cafeteria (at least 50 per cent);

• Guaranteed shifts (at least 36 per cent);

• Paid vacation and/or sick leave (at least 21 per cent);

• Ongoing training/professional development (at least 21 per cent);

• Gym/health facility onsite (at least seven per cent), and;

• Job rotation (at least seven per cent).

In general, The Plants prioritize employee quality of life as the primary means of retaining labour. Persistently high turnover

rates and continued critical vacancies, however, suggest that retention efforts do not easily overcome deterrents like remote

location, lack of transportation, and “unpleasant”, or “undesirable” working conditions. As noted in the gap analysis for the

case studies, while the information provided focused on the various activities undertaken, there was limited information

on which of the activities and benefit areas being offered were more effective than others, where best practices from other

sectors were being adapted, and ongoing information or data collected as to what activities/benefits the employees found

most useful and attractive. While The Plants describe considerable effort in trying various recruiting strategies, the actual

impact on recruitment and retention of those strategies is not well-documented through systematic data and evidence

collection on the individual and collective impacts.

3.5. HR STRATEGIES: RECRUITMENT EFFORTS

3.5.1. Marketing/Advertising

To raise awareness about job opportunities at their processing facilities, all of The Plants have undertaken extensive

advertising activities at both local and national levels. For example, online job boards like the national Job Bank, Kijiji and

Craigslist, as well as paid job boards like Indeed and Workopolis, are frequently cited as platforms used for recruitment.

At least one of The Plants has used email marketing as a tool to target potential recruits. Additionally, several of The Plants

use social media platforms like Facebook and LinkedIn to further penetrate the labour force. All 14 of The Plants regularly

pay to advertise vacancies via traditional media outlets, including in local newspapers, on television, and on the radio.

Participation in career fairs is another commonly cited means of recruitment by The Plants. JBS Foods Canada in Brooks, AB,

for instance, participates in 35 to 40 job fairs in Alberta and across Canada annually. Several of The Plants have also reported

hosting onsite career fairs where prospective employees visit the plant location, are given employment information and tour

the facilities.

Other means of vacancy advertising cited by The Plants include:

• Mobile signage (branded cars, trucks);

• Advertisements in local churches and community centres;

• Billboard ads, and;

• Direct mail campaigns.


Recruitment advertising methods described by The Plants are very similar to

those contained in a 2016 labour market report by the Ontario Independent

Meat Processors (OIMP). In a survey of 20 per cent of OIMP members (both

urban and rural), job sites like Indeed and Workopolis, social media platforms

including Facebook, local print advertising, signage, and employment agencies

were all reported as common recruitment strategies. Despite these efforts,

the OIMP members report a continuing issue with finding skilled workers

to fill vacancies.46

3.5.2. OutreachtoFirstNations/IndigenousPeoples

Canada’s Advisory Council on Economic Growth recently noted in a report

commissioned by Canada’s Finance Minister that, “Canada still has significant

untapped labour force potential given the underrepresentation of a number

of demographic groups,” and identifies Indigenous Peoples as one of those

key groups. It goes on to state that increasing the workforce participation

rates of Indigenous Peoples to match that of non-Indigenous Canadians

could boost Canada’s gross domestic product (GDP) by $7 billion. The

council suggests public-private partnerships between businesses and

Indigenous communities as a meaningful and practical way to increase

Indigenous employment and skills development.47

For their part, several of The Plants have developed relationships and

programs with nearby First Nations communities in order to increase

Indigenous employment at their facilities.

In Neepawa, MB, for example, a pork processing plant is partnering with nearby Sandy Bay First Nation Reserve to open

an on-reserve Meat Cutting Training School. The school, which has received approval from Sandy Bay First Nation and the

government as of January 2016, intends to enroll 16 students quarterly beginning in June 2017. The plant has committed

to hiring graduates and will sit on the school’s board.

Another plant, conducted a special outreach program for Indigenous persons in conjunction with the Province of Alberta.

The company led information sessions at two nearby First Nations Reserves, as well as on-site interviews and plant tours to

encourage applications. This program initially resulted in more than 20 new hires, but all have since ended their employment

at the plant. Despite these challenges, they continue to work with First Nations in Alberta and Saskatchewan to promote job

and training opportunities. As noted in the gap analysis, it would be important information to understand what were the main

challenges encountered with the program, what were some potential areas for improvement, and how is the program being

realigned to provide greater impact for participants, including the company.

A number of other Plants also conduct Indigenous-specific recruitment, providing specialized tours of the facilities, conducting

on-site interviews, and engaging Indigenous employment agencies. Most frequently, The Plants cite transportation issues

as the number one deterrent to Indigenous employee retention. Even with company- and/or government-subsidised

transportation (i.e. buses, carpools), Indigenous employees must commute long distances to get to and from work in many

cases. In addition to distance, one of The Plants notes that access to and from a nearby First Nation reserve is hindered by

poor road conditions. Another says lack of available childcare prevents Indigenous parents from accepting jobs at its plant.

46 2016 Labour Market Survey Summary Report, Ontario Independent Meat Processors. 2016.47 Tapping Economic Potential Through Broader Workforce Participation, Advisory Council on Economic Growth. 6 February 2017.


3.5.3. EducationalPrograms/Partnerships

In many cases, The Plants have developed partnerships with nearby high schools and colleges to promote employment

among the youth population. These efforts include offering practicum opportunities to students, offering part-time and

seasonal student work, conducting in-school presentations and roundtable discussions for students and guidance

counselors, and – one case – creating certification program specific to meat cutting and industrial butchering.

For example, Cargill’s High River, AB, plant supported and developed a meat cutting school with Olds College, an agricultural

secondary institution in Alberta. Developed over two years, the project – which offers a Butcher Certificate to students –

received some provincial funding. Cargill set an initial target of enrolling 50 students in the program, with the hope of retaining

80 per cent of graduates for employment. Despite an extensive advertising campaign to promote the program, only one

student expressed interest, and, ultimately, chose not to enroll. Cargill continues to work with employment agencies and

Service Canada to promote the certification program at Olds College and across Canada, but has so far been unsuccessful in

enrolling any students. A more thorough analysis of the challenges and barriers that have been encountered with this example

may provide particular insight and guidance for the sector to understand various aspects of recruitment among particular

groups such as youth.

In Quebec, both Olymel and Aliments ASTA have partnered with Carrefour jeunesse emploi to incorporate job training into

school programming for technical positions.


3.5.4. Outreachtorecentimmigrantsandrefugees

On average, The Plants have 32 immigrants or new Canadians in their 999-person workforce. It is important to note that

these are people who are already in Canada, and not TFWs. To raise awareness about job opportunities among immigrant

populations who may not consume English- or French-language media, several plants place job ads in ethnic media outlets.

Maple Leaf’s Brandon, MB, plant, for instance, places vacancy ads in the Pilipino Express News Magazine, Pardesi Punjabi,

the Manitoba China Times, and the Manitoba Indochina Chinese News, among others.

Most of The Plants actively engage with employment agencies to promote employment opportunities at their meat processing

plants. In addition to traditional employment agencies, many also engage specifically with immigrant employment and

settlement agencies to market opportunities to this underrepresented group.

3.6. HR STRATEGIES: THE TEMPORARY FOREIGN WORKER PROGRAM (TFWP)

All of The Plants have used the TFWP in the recent past. On average, The Plants have 50 TFWs currently employed in their

facilities. They also have an average of 267 former TFWs (those who have transitioned to Canadian workers/permanent

residents) who average seven years’ employment at The Plants. It is worth recalling the contention of rural mayors that TFWs

have a positive economic and cultural impact on the small communities they settle in. While not an intended goal of the TFWP,

this is an important contribution that the program is making to many Canadian rural communities with aging populations and

continued challenges in attracting new businesses and increased economic activity.

As of now, The Plants anticipate they will need an average of 79 additional TFWs in 2017 to operate at full capacity. At least

one of The Plants, however, indicates that it will not request any TFWs for 2017 because of what they consider to be a

prohibitively complex and costly LMIA application process.

Figure 5: The Plants: Average TFW Snapshot

According to a 2016 labour market survey report by the Ontario Independent Meat Processors association, 32 per cent

of its members say they are currently using foreign workers as “alternative labour” to fill critical vacancies in their meat

processing plants.48

48 2016 Labour Market Survey Summary Report, Ontario Independent Meat Processors. 2016.

THE PLANTS: AVERAGE TFW SNAPSHOT

CURRENT TFW ANTICIPATED TFW TRANSITIONED TFW

50

79

267


49 “Factors Affecting the Butcher and Abattoir Industries,” Labour Market Partnership Engagement Final Report, BC Association of Abattoirs. December 2016.

IN THE NINE YEARS SINCE IT BEGAN EMPLOYING

TFWS, THE PLANT HAS SEEN A DRAMATIC DECREASE IN TURNOVER RATE (NOW UNDER 18 PER CENT), RESULTING IN HUNDREDS OF FEWER EMPLOYEES NEEDING TO BE HIRED AND TRAINED EACH YEAR.


3.6.1. WhytheTFWP?

All of The Plants say that TFWs are critical to filling persistent job vacancies and allowing their meat processing facilities to

operate closer to capacity. One of The Plants, for instance, notes that prior to using the TFWP it was regularly short hundreds

of workers and had an annual turnover rate of up to 40 per cent. In the nine years since it began employing TFWs, The Plant

has seen a dramatic decrease in turnover rate (now under 18 per cent), resulting in hundreds of fewer employees needing to

be hired and trained each year. In addition, fewer occupational injuries now occur, since inexperienced new hires are more

likely to be injured as they learn. This also has implications form increased productivity.

At least 57 per cent of The Plants note that retention rates for TFWs

are significantly higher at their meat processing facilities compared

to that of Canadians. One of The Plants says it has “no problem with the

retention of foreign workers,” primarily because they specifically hire TFWs for

retail and/or industrial butcher positions. They seek out TFWs with existing

meat cutting skills, meaning they are more likely to be “interested” in the job

than the average Canadian – a likely cause of its 90 per cent TFW retention

rate. At least one other Plant says it specifically recruits TFWs with existing

meat cutting skills as well.

Bhutan, Nepal, and the Philippines are the most commonly cited countries

in which The Plants actively recruit TFWs with specific skills. Other countries

The Plants have recruited from in the past include Taiwan, Indonesia, Eretria,

Ethiopia, Belize, China, Colombia, El Salvador, Mexico, Brazil, and Ireland.

At least 79 per cent of The Plants say they are focused on family

reunification and paths to permanent residency for their TFWs.

Although the TFWP is not an immigration program, TFWs can use actual

immigration programs via provincial and/or federal governments to obtain permanent residency. To this end, several of The

Plants actively employ spouses who arrive on open work permits. At least 70 per cent of The Plants offer language training

and housing assistance for TFWs/new immigrants and their families, in addition to subsidised and/or arranged transportation

to and from work (50 per cent), specialized training and support on how to adapt to Canadian life (70 per cent), and

coordination with local settlement agencies (29 per cent).

Additionally, many report helping TFWs apply for permanent residency through their respective provincial nominee programs

(PNP). While some of The Plants have found it relatively effective to transition TFWs to permanent residents via their PNP,

others (at least 13 per cent) say the PNP in their particular provinces are restrictive to TFWs and leave them with few

immigration options. In one example, a Plant notes that TFWs must demonstrate certain English language competencies in

order to qualify its PNP, but that a one-year LMIA work permit does not allow enough time for TWFs to sufficiently improve

their English language skills. The BC Association of Abattoirs has flagged Alberta and Saskatchewan as two provinces that

support the immigration of “low-skilled” foreign nationals for employment in the meat processing industry and who make it

a priority to transition these TFWs to permanent residency.49

50 2016 Labour Market Survey Summary Report, Ontario Independent Meat Processors. 2016.51 “Temporary Foreign Worker Program,” Report of the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities,

House of Commons. September 2016. 9.


ChallengeswithLabourMarketImpactAssessments(LMIAs)

Many of The Plants have identified the new LMIA process, introduced in 2014, as particularly prohibitive to filling critical labour

gaps at their meat processing facilities. They say that the increased cost of LMIA applications (from $275 to $1,000) is not

only burdensome, but non-refundable should an application be denied. If an LMIA application is refused, there is no appeals

process currently available for The Plants to pursue.

A 2016 labour market survey conducted by the Ontario Independent Meat Processors (OIMP) association also identifies the

LMIA process as a “challenge” to using the TFWP. Specifically, OIMP members surveyed say that LMIA application fees are

high and that wait times for the LMIA process are too long.50

Testifying before the House of Commons Standing Committee on Human Resources, Skills and Social Development and

the Status of Persons with Disabilities in 2016, various witnesses pointed out that the high LMIA fee makes it “difficult [for

businesses] to remain competitive and viable,” and that rejected LMIAs result in both the loss of the application fee and a

continued inability to fill critical vacancies.51


Table 4 below demonstrates the number of LMIA applications made by The Plants and all meat processing employers under

three different NOC classifications in 2016.

Table 4: 2016 LMIA applications for NOC 9462, NOC 6331 and NOC 9617

NOC EmployerPositive Negative Pending File Closed Total

LMIATotal

PositionsLMIA Positions LMIA Positions LMIA Positions LMIA Positions

9462 – Industrial

Butchers and Meat Cutters,

Poultry Preparers

and Related Workers

All meat processing employers

9 243 5 44 1 1 4 9 19 297

The Plants (3)

3 230 1 40 0 0 0 0 4 270

6331* – Butchers,

Meat Cutters and

Fishmongers – Retail and

Wholesale


75 227 30 37 9 17 30 34 144 315

The Plants (2)

4 126 0 0 1 6 0 0 5 132

9617 – Labourers

in Food, Beverage and

Tobacco Processing


31 327 5 22 6 74 8 93 50 516

The Plants (1)

4 49 0 0 4 12 0 0 8 61

* The NOC 6331 (NOC list from 2016) was previously NOC 6251 (2006 NOC list)

Please note: “All meat processing employers” is inclusive of grocery stores, butcher shops, and other establishments outside

the scope of this report.

THE PLANTS VIEW TFWS AS INTEGRAL MEMBERS OF

THEIR COMPANIES AND OF THEIR RURAL COMMUNITIES, AND BELIEVE THAT CERTAIN CHANGES TO THE TFWP COULD BETTER ADDRESS THE RURAL LABOUR MARKET LANDSCAPE AND THE NEEDS OF FOREIGN WORKERS THEMSELVES.

52 National Occupational Classification Matrix 2016, Employment and Social Development Canada. http://noc.esdc.gc.ca/English/NOC/Matrix2016.aspx?ver=16. 53 Ibid., 26.54 Ibid.55 Ibid.56 Ibid.


• Six of The Plants (43 per cent) made 17 LMIA applications in 2016, for a total of 463 TFW positions.

– Four of those applications were under NOC 9462 (Industrial Butchers and Meat Cutters, Poultry Preparers

and Related Workers) – the “C-level skill” occupation52 traditionally used by meat processors.

– While 230 of those TFW positions were approved, another 40 were denied. Details on the rationale

behind these negative applications are not publicly available, but we do know that the employer would

have paid a nonrefundable LMIA fee of $1,000.

• One of The Plants had four LMIAs approved under D-level skill NOC 9617 – Labourers in Food, Beverage

and Tobacco processing.

– An additional four LMIAs submitted by that same Plant under this NOC are still pending.

• Two of The Plants made four successful LMIA applications under NOC 6331 – Butchers, Meat Cutters

and Fishmongers (Retail and Wholesale), a “B-level skill” classification.

– One other application of this nature is still pending.

– In total, 126 TFWs were approved to work at 14 per cent of The Plants in 2016.

Overall, The Plants view TFWs as integral members of their companies and of their rural communities, and believe that certain

changes to the TFWP could better address the rural labour market landscape and the needs of foreign workers themselves.

Some suggested changes to the TFWP include:

• Extension of the LMIA work permit from one to two years in duration;

• Treating skilled, semi-skilled, and low-skilled workers as equal under NOC classifications;

• Creating a federal path to permanency for both industrial and retail butchers, and;

• Limiting the LMIA application fee.

A 2016 TFWP report by the Standing Committee on Human Resources, Skills and Social Development and the Status of

Persons with Disabilities made several similar recommendations after listening to the testimony of various stakeholders:

• That ESDC review the LMIA application process with a view to increasing

speed and efficiency;53

• That ESDC implement a “Trusted Employer Program” with the objective

of reducing LMIA processing timelines for employers who have

demonstrated trustworthiness;54

• That ESDC restructure the TFWP into more specific program areas

and streams [similar to the Seasonal Agricultural Worker Program] that

adequately reflect the realities of labour market needs in Canada; and 55

• That ESDC ensure the cap on the percentage of TFWs a business can

employ at a given time be set at a minimum of 20 per cent, and further

review sector and geographic considerations.56

3.7. CASE STUDY GAP ANALYSIS

As noted, a component undertaken in the development of this report is the examination of strengths and gaps in the

information provided from The Plants. Information collected via the case studies and enhanced with some publicly available

information on the meat processing sector is, to date, the most comprehensive LMI we have on the Canada’s remote

meat processors – particularly when looking at potential supply of much needed workers. However, given that we have the

opportunity to improve the quantity, quality, and relevancy of LMI for decision-makers and the sector within the context of the

Securing Canada’s Meat Workforce, Real Challenges – Practical Solutions – Fresh Perspectives project, the systematic gap

analysis revealed some areas that will be important to address further within the overall context of the larger project.

In reviewing the case study information content and taking into consideration best practices in conducting situational analyses

related to labour markets (e.g., use of trends and multiple point measures; evaluating contributing factors), the gap analysis

resulted in two main observations:

• Emphasis on “current point in time” – Much of the evidence presented in the case studies clearly outlined the

“current” position or point in time. We know from labour market analysis that a series of points is more informative

than simply one specific point. Much of the information collected in the case studies would have benefitted from

the inclusion of trends, growth estimates, and projections made with quantitative data. Strong situational analyses

which are useful for demonstrating the “story” behind cases often have a past, present and future component.

By largely focusing on the present, the case studies missed an opportunity to recount a strong, contextualized

path of achievement through understanding growth, challenges, and solutions.

• Emphasis on “activities” rather than “outcomes” – While it is important to understand what attempts have

been made to overcome challenges with recruitment and retention (activities), it is even more important is to

understand the outcomes (impacts) of those efforts. Even if there were minimal or negative impacts, it is crucial

to understand why things did not work as anticipated. The case studies outlined a number of activities that

The Plants undertook to recruit workers from underrepresented groups; however, they typically do not describe

why many of these might not have been successful. A more systematic analysis of why certain initiatives did

or did not work would be particularly useful in understanding how to address particular challenges.

The details of the gap analysis undertaken by case and dimension of analysis is presented in Appendix 1.


THE SYSTEMATIC GAP ANALYSIS REVEALED SOME

AREAS THAT WILL BE IMPORTANT TO ADDRESS FURTHER WITHIN THE OVERALL CONTEXT OF THE LARGER PROJECT.


Our analysis of available data paints a picture of meat processors operating in remote parts of Canada as struggling, and, in

some cases failing, to meet their labour needs. In an effort to address some of the inherent hiring and retention challenges

they face, including geographic isolation/lack of public transit, lack post-secondary education training opportunities,

relatively small regional labour pools, and physical working conditions for line employees, plants have implemented a range

of strategies. The success of these strategies appears to vary greatly, however. It is also important to understand that the

success of remote meat producers has implications for the sustainability and prosperity of surrounding communities, as well

as for Canada’s economic growth, per the Advisory Council on Economic Growth’s thinking.

The most effective HR strategies to date have involved TFWs; first, as way of filling urgent labour needs, and subsequently as

a longer-term solution, as employers have helped their TWFs become permanent residents of Canada. Some of the changes

that have been made to TFWP, however, have made it more difficult and expensive for meat processors to use the program.

Our analysis also suggests that the labour market situation faced by the 14 plants for which the most data exists, may prevail

across the sector, albeit to varying degrees. This indication comes from a small-scale BC study and a limited Ontario study

of meat processors, as well as from census, employment and other data compiled by the Council. However, much more

information is required.

4.1. RECOMMENDATIONS

Going forward, we recommend that the following information and data gaps

be filled in order to provide policy-makers, industry and labour with an

evidence-based understanding of the HR situation faced by meat processors

in remote parts of Canada.

Generally, the information collected to date constitutes as one of the better

sources of information about the beef and pork sector, however, a number

of important gaps still exist. Additional data collection should include a critical

mass of information regarding poultry, lamb, game, and other meat products

to accurately reflect the entire scope of the meat industry.

4. CONCLUSIONS AND RECOMMENDATIONS FOR GAINING A BETTER UNDERSTANDING OF THE HR SITUATION OF CANADA’S REMOTE MEAT PROCESSORS

IT IS ALSO IMPORTANT TO UNDERSTAND THAT THE

SUCCESS OF REMOTE MEAT PRODUCERS HAS IMPLICATIONS FOR THE SUSTAINABILITY AND PROSPERITY OF SURROUNDING COMMUNITIES, AS WELL AS FOR CANADA’S ECONOMIC GROWTH.


RECOMMENDATIONS

Capacity/Expansion

• Complete, consistent, accurate data about the current number of employees and the demographic breakdown

of employees is needed for a representative sample of remote meat processors, including youth employees, women

employees, First Nations Employees, disabled employees, immigrant/refugee employees, and TFW employees.

• Complete, consistent and accurate trends and projections for plant capacity from a representative sample

of remote meat processors is needed to help understand how plant capacity evolves over time, the impact

of expansion/modernization plans, and the impact of labour shortages on expansion.

• Complete and consistent measurement of employee retention efforts by a representative sample of remote meat

processors would be useful in determining retention best practices and identifying new methods/opportunities.

• Qualitative and/or quantitative information on the state and availability of transportation (e.g., public transit,

transportation from First Nations) in areas where all remote meat processors operate would be useful.

• Complete and consistent information on turnover and retention rates, as well as retention strategies and

evaluation/evidence of the latter’s effectiveness.

LabourMarketConditions

• The labour market supply for remote meat processors would be better understood if labour market unemployment

rates were available based on census subdivision.

• Complete labour force population and unemployment data for First Nations reserves nearby remote meat

processors is needed to adequately assess the available labour market supply for these businesses.

• Information on average wage rates of new workers and experienced workers in the census subdivision of remote

meat processors for B- to D-level classified occupations is needed to evaluate the competitiveness of wages

offered at remote meat processing plants.

• Recent data on the number of new immigrants and refugees who’ve settled in the census subdivisions where

remote meat processors are located will help determine nearby availability of labour.

• Information on the number of individuals currently receiving social assistance in the census subdivisions of remote

meat processors will help identify potential employee pools.

• Detailed information on other businesses in the census subdivisions of remote meat processors, including number

of employees, wages, expansion plans, etc., will provide insight into the level of competition faced by remote

meat processors in hiring and retaining labour.

• An assessment, perhaps through surveys and employer interviews, of the extent to which the pool of “available”

labour surrounding plants is 1) employable, and 2) willing to work in meat processing.


RecruitmentEfforts

• It would be beneficial to gauge perceptions of the meat processing

industry through surveys of youth (e.g., under 25 years of age),

new Canadians, individuals receiving EI benefits and social

assistance benefits, and other relevant demographic groups, in

order to understand public misconceptions, stereotypes, etc.

• Some qualitative reporting on past and current recruitment efforts

was included in the The Plants’ case studies, however, further

reporting from a more representative sample of remote meat

processors, as well as a quantification of these efforts (i.e. number

of positions advertised, number of hires made, etc.), would paint

a clearer picture of the recruitment/HR challenges remote meat

processors face. Participating processors should explain in detail

which efforts have worked well in the past and which have not.

• A detailed description of which government career programs

(i.e. Career Focus Program) are being used to recruit employees and quantification of success

or failure would help determine the usefulness of these programs to remote meat processing plants.

TrainingOpportunities

• Up-to-date reporting on enrollment in and graduation from the Sandy Bay First Nation Meat Cutting Training School

in Neepawa, MB, will help gauge the potential success of similar programs across the country, if implemented.

• A more detailed breakdown of in-house training regimens – including length, skills taught and cost – from a

representative sample of remote meat processing plants is necessary to evaluate the effectiveness and value

of these programs compared to those offered by external parties (i.e. at community colleges).

ImmigrationandWorkPrograms

• An analysis of the Atlantic Immigration Pilot Project, including its successes and failures thus far, would help

determine the extent to which the Project could serve as a model for the development of new or updated

immigration programs across the country.57

• Detailed descriptions of which government immigration programs are currently being used by a representative

sample of remote meat processors (i.e. Provincial Nominee Programs) to transition their TFWPs to permanent

residency and the benefits and/or barriers to using those programs.

57 The Pilot Project very likely includes a requirement for both formative and summative evaluations to take place.

THERE IS A NEED FOR AN ASSESSMENT OF THE EXTENT

TO WHICH THE POOL OF “AVAILABLE” LABOUR SURROUNDING PLANTS IS 1) EMPLOYABLE, AND 2) WILLING TO WORK IN MEAT PROCESSING.


• Complete, consistent, and accurate qualitative and quantitative reporting on the justification and expected benefits

of TFWs from a representative sample of remote meat processors will help outline the specific need for greater

access to this labour going forward and the benefits to Canadian communities at large.

Recommendationstoassistwithimprovingtheevidenceforthecasestudies

While the case studies provide evidence and interesting considerations regarding the HR challenges encountered by the

participating firms, there were some gaps identified that could be further addressed to improve their usefulness and relevance

for the meat processing sector. Specifically, the recommendations for improving the case studies overall include:

1. Collect and present data on previous five years along with any growth projections to go beyond “one point

in time” evidence. Ideally, there should be evidence of trends if possible for the following areas:

a. Number of employees overall and by types (youth, women, Indigenous people, people with disabilities,

immigrants/refugees, temporary foreign workers) and by occupations;

b. Turnover/retention rates by type of employee (see above) and by occupations;

c. Average time that workers are retained by type of employee and by occupations;

d. Local labour market conditions such as EI rates, unemployment rates, social assistance rates,

labour force participation rates, average wage ranges, competing employers/sectors

2. Provide systematic information on the various recruiting, retention and training efforts that have been undertaken

by each Plant. This information could include:

a. Target of efforts (e.g., youth, recent immigrants, etc.)

b. Description of initiative/program including level of investments/efforts

c. Anticipated vs. actual number of participants

d. Anticipated vs. actual outcomes (change in retention rate, number of new applicants, etc.)

e. Challenges and lessons learned in developing and implementing initiatives/programs

f. Successes and best practices in developing and implementing initiatives/programs

3. Systematic, clear analysis of current and potential impact of TFWs by Plant using a combination of both

quantitative and qualitative data on:

a. Retention/Turnover rates

b. Maintenance/Growth/Expansion/Innovation

c. Training

d. Community impacts (economic, cultural, social, educational, etc.)

Recommendationtoassistinimprovingtheevidenceforthemeatprocessingsectoroverall

4. Build on the themes and issues identified in the current case studies to conduct a more comprehensive labour

market information study for the Canadian meat processing sector that is also more representative of the sector

according to region, community size, plant size, products, stage of

processing, and occupations. The results of this larger LMI study should

include the following:

a. Statistically reliable estimates of current demand and supply

of workers in the meat processing sector according to key

occupations at a national, provincial and selected regional level;

b. Statistical modeling of future projections of demand and supply

of workers in the meat processing sector according to key

occupations at a national, provincial and selected regional level;

An integrated labour market analysis of specific regions that provides both

quantitative and qualitative analyses of various HR issues and themes for the meat

processing sector related to demand and supply of workers.

THERE WERE SOME GAPS IDENTIFIED THAT COULD

BE FURTHER ADDRESSED TO IMPROVE THEIR USEFULNESS AND RELEVANCE FOR THE MEAT PROCESSING SECTOR.


5. APPENDIX 1: DIMENSIONS FOR GAP ASSESSMENT & CASE STUDY INFORMATION


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

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ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

A.

Capacit

y/E

xpansi

on

A1.

N

umb

er o

f

emp

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The

curr

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umbe

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ploy

ees

is

pre

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ed in

all

the

case

stu

dies

, ho

wev

er, t

here

is n

o in

form

atio

n

rega

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g tr

ends

, gro

wth

or

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.

A1.

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By

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Sev

eral

bre

akdo

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are

incl

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fo

r th

e nu

mbe

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em

ploy

ees.

All

of

the

case

stu

dies

indi

cate

the

num

ber

of w

omen

in th

eir

wor

kfor

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how

ever

, no

info

rmat

ion

is p

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rega

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ends

.

A1.

2

By

im

mig

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no

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ds

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ent

Par

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no

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tial –

no

tren

ds,

one

plan

t

Alth

ough

und

erst

andi

ng th

e

com

posi

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of a

pla

nt’s

wor

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acco

rdin

g to

imm

igra

tion

stat

us is

ke

y to

und

erst

andi

ng th

e im

pact

of

hiri

ng m

ore

TFW

, the

info

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is n

ot a

vaila

ble

in a

ll ca

se s

tudi

es.

A1.

3

By

vuln

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Abs

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Abs

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Abs

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Par

tial –

no

tren

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som

e in

fo

on y

outh

Par

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no

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one

plan

t

In fi

ve c

ase

stud

ies,

the

num

ber

of

em

ploy

ees

from

FN

or

with

a

disa

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y is

incl

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. Onl

y on

e of

th

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se s

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Par

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of

tran

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for

FN

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t cas

e st

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s in

dica

te th

e

dist

ance

from

the

plan

to th

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ajor

to

wn/

city

nea

rby.

Fur

ther

ana

lysi

s

rega

rdin

g co

mm

utin

g di

stan

ces

and

thei

r im

pact

may

be

of in

tere

st. F

or

inst

ance

, one

cas

e st

udy

desc

ribes

ho

w a

long

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dist

ance

is a

ba

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part

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atio

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som

e po

pula

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grou

ps (e

.g.,

Firs

t Nat

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).


Po

tent

ial N

ext

Ste

ps:

It m

ay b

e po

ssib

le to

ext

ract

his

toric

al in

form

atio

n/tr

ends

from

exi

stin

g bu

sine

ss re

cord

s (e

.g.,

num

ber

of e

mpl

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s). I

n ca

ses

whe

re re

cons

truc

ting

past

info

rmat

ion

may

pro

ve

too

oner

ous,

info

rmat

ion

coul

d be

trac

ked

from

201

7 on

war

ds.


Dim

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ons

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that

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are

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at c

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f int

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in a

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ansi

on

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ions

&

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act

on

pla

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gro

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o

n la

bo

ur

sho

rtag

es

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tial –

no

impa

ct

anal

ysis

Par

tial –

no

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ct

anal

ysis

Par

tial –

no

impa

ct

anal

ysis

Abs

ent

Com

plet

eA

bsen

t

Par

tial –

no

impa

ct

anal

ysis

, lim

ited

in

form

atio

n

Par

tial –

no

impa

ct

anal

ysis

A b

rief d

escr

iptio

n of

inve

stm

ents

in

expa

nsio

n/m

oder

niza

tion

is p

rese

nted

in

all

case

stu

dies

, how

ever

, lar

ge

varia

tions

in th

e nu

mbe

r of

det

ails

pr

esen

ted

in e

ach

stud

y ar

e ob

serv

ed

(e.g

., in

vest

men

ts p

er y

ear,

area

s of

in

vest

men

t, ex

pect

ed n

ew m

arke

ts

and

prod

uct d

eman

d). I

n ge

nera

l, th

e lin

kage

s to

and

impa

cts

on la

bour

sh

orta

ges

are

not c

lear

ly o

utlin

ed.

A2.

3

Loss

es a

s

a re

sult

of

lab

our

sh

ort

ages

(in

$ p

er y

ear)

Par

tial –

no

tren

ds o

r pr

ojec

tions

Abs

ent

Par

tial –

no

tren

ds o

r pr

ojec

tions

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Par

tial –

no

tren

ds o

r pr

ojec

tions

One

exc

eptio

n ar

e th

ose

case

s w

here

th

e lo

sses

resu

lting

from

labo

ur

shor

tage

s ar

e qu

antifi

ed. P

rese

ntin

g th

is in

form

atio

n ov

er ti

me

and

linke

d to

cap

acity

/exp

ansi

on w

ould

cre

ate

a st

rong

er c

ase.

A2.

4

Qua

litat

ive

des

crip

tio

n o

f la

bo

ur s

hort

age

imp

acts

, wit

h q

uant

ifica

tio

ns

if av

aila

ble

.

Par

tial –

br

ief

desc

riptio

n,

no

quan

tifica

tion

Par

tial –

br

ief

desc

riptio

n,

no

quan

tifica

tion

Par

tial –

no

tren

ds o

r pr

ojec

tions

Par

tial –

no

tren

ds o

r pr

ojec

tions

Abs

ent

Com

plet

eP

artia

l –

no tr

ends

or

proj

ectio

nsC

ompl

ete

Qua

litat

ive

desc

riptio

ns o

f the

impa

ct o

f la

bour

sho

rt im

pact

s ar

e pr

esen

ted

in

som

e of

the

case

stu

dies

(e.g

.,

decl

ine

in p

urch

ase

orde

rs, u

nuse

d

capa

city

, ina

bilit

y to

pro

duce

va

lue-

adde

d). T

he c

ases

wou

ld b

enefi

t fro

m a

mor

e co

mpl

ete

desc

riptio

n, a

nd

idea

lly q

uant

ifica

tion,

of t

hese

impa

cts.

Po

tent

ial N

ext

Ste

ps:

Trac

k in

form

atio

n on

cap

acity

, lab

our

shor

tage

s an

d im

pact

s in

a c

onsi

sten

t fas

hion

acr

oss

site

s. W

hen

poss

ible

, dev

elop

met

hodo

logi

es to

ass

ess

impa

cts

usin

g th

e sa

me

appr

oach

.


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

rvat

ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

A.

Capacit

y/E

xpansi

on

A3.

R

eten

tio

n an

d t

urn-

ove

r ra

tes

Par

tial (

CM

C

Tabl

es) –

no

tren

ds

Par

tial –

no

tren

dsP

artia

l –

no tr

ends

Par

tial –

no

tren

dsP

artia

l –

no tr

ends

Par

tial –

no

tren

ds,

no re

tent

ion

Par

tial –

no

tren

ds

Par

tial –

no

tren

ds,

no re

tent

ion

Ret

entio

n an

d tu

rnov

er r

ates

are

pr

esen

ted

in a

ll ca

se s

tudi

es, w

ith

vary

ing

degr

ees

of d

etai

l.

A3.

1 B

y im

mig

rati

on

st

atus

Par

tial (

CM

C

Tabl

es) –

no

tren

ds

Par

tial –

in

clud

ing

som

e in

fo

on c

hang

es

over

tim

e

Par

tial –

no

tren

ds o

r pr

ojec

tions

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Par

tial –

no

tren

ds,

info

for

on

e pl

ant

For

inst

ance

, one

arg

umen

t to

su

ppor

t TFW

offe

red

by s

ever

al c

ase

stud

ies

is th

at e

mpl

oyee

s us

ing

this

pr

ogra

m h

ave

high

er re

tent

ion

rate

s,

ofte

n du

e to

a b

ette

r fit

bet

wee

n th

e jo

b an

d th

eir

skills

. Thi

s m

ay b

e th

e ca

se fo

r al

l pla

nts,

but

the

poin

t is

not

confi

rmed

in a

ll ca

ses

A3.

2

Ave

rag

e ti

me

for

a w

ork

er t

o b

e re

tain

ed in

the

bus

i-ne

ss

Abs

ent

Abs

ent

Par

tial –

no

tren

dsA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

tTh

e av

erag

e tim

e th

at a

wor

ker

is

reta

ined

in th

e bu

sine

ss is

pre

sent

ed

by o

nly

one

case

stu

dy.

A3.

4

Imp

act

of

low

re

tent

ion/

hig

h

turn

ove

r ra

tes

(e

.g. p

ress

ure

o

n hi

ring

)

Abs

ent

Com

plet

eA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

t

The

impa

ct o

f low

rete

ntio

n ra

tes

on

the

busi

ness

es, i

n te

rms

of p

ress

ures

fo

r hi

ring

and

trai

ning

, is

not d

escr

ibed

in

all

of th

e ca

se s

tudi

es.

A3.

5

Qua

litat

ive

des

crip

tio

n

of

reas

ons

ex

pla

inin

g r

eten

tio

n an

d t

urno

ver

rate

s (e

.g.,

wag

es,

typ

e o

f w

ork

–

cond

itio

ns, d

ifficu

lty,

tr

ansp

ort

atio

n to

wo

rk).

Abs

ent

Par

tial –

br

ief

desc

riptio

n

Par

tial –

br

ief

desc

riptio

nA

bsen

tP

artia

l –

brie

f de

scrip

tion

Par

tial –

br

ief

desc

riptio

nA

bsen

tA

bsen

t

Und

erst

andi

ng th

e re

ason

s be

hind

re

tent

ion

and

turn

over

rat

es w

ould

al

low

for

bett

er p

lann

ing

of re

tent

ion

stra

tegi

es, a

nd w

ould

als

o in

dica

te

whe

ther

ther

e ar

e ar

eas

whe

re

impr

ovem

ents

can

be

mad

e.

How

ever

, the

info

rmat

ion

is n

ot

pres

ente

d fo

r al

l cas

e st

udie

s,

and

whe

n pr

esen

ted,

it is

onl

y

a br

ief d

escr

iptio

n.

A3.

6

Qua

litat

ive

des

crip

tio

n o

f re

tent

ion

stra

teg

ies

and

eva

luat

ion

of

thei

r im

pac

t

Abs

ent

Par

tial –

br

ief

desc

riptio

n,

no e

valu

atio

n

Par

tial –

br

ief

desc

riptio

n,

no e

valu

atio

n

Abs

ent

Par

tial –

br

ief

desc

riptio

n,

no e

valu

atio

n

Par

tial –

br

ief

desc

riptio

n,

no e

valu

atio

n

Par

tial –

br

ief

desc

riptio

n,

no e

valu

atio

n

Par

tial –

br

ief

desc

riptio

n,

no e

valu

atio

n

Ret

entio

n st

rate

gies

are

pre

sent

ed

in th

e m

ajor

ity o

f cas

e st

udie

s. T

he

argu

men

t wou

ld b

e st

rong

er if

the

impa

ct o

f the

se s

trat

egie

s an

d th

eir

effe

ctiv

enes

s w

ere

eval

uate

d.


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

rvat

ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

B.

Labour

Mark

et

Condit

ions

B1.

P

op

ulat

ion

in t

he

reg

ion/

com

mun

ity

Par

tial –

no

tren

dsP

artia

l –

no tr

ends

P

artia

l –

no tr

ends

P

artia

l –

no tr

ends

A

bsen

tA

bsen

tP

artia

l –

no tr

ends

Par

tial –

no

tren

ds

or p

roje

ctio

ns

It w

ould

be

of in

tere

st to

und

erst

and

popu

latio

n gr

owth

in th

e co

mm

uniti

es

or re

gion

, how

ever

, in

thos

e ca

ses

whe

re p

opul

atio

n fig

ures

are

pr

esen

ted,

onl

y th

e m

ost r

ecen

t da

ta is

pre

sent

ed.

B2.

La

bo

ur f

orc

e in

the

re

gio

n/co

mm

unit

yA

bsen

tA

bsen

tA

bsen

tA

bsen

tC

ompl

ete

– la

bour

forc

e pa

rtic

ipat

ion

Abs

ent

Abs

ent

Abs

ent

Tota

l pop

ulat

ion

give

s a

sens

e of

the

avai

labi

lity

of p

oten

tial e

mpl

oyee

s, b

ut

a be

tter

mea

sure

wou

ld b

e th

e la

bour

fo

rce

in th

e co

mm

unity

. How

ever

, suc

h da

ta is

onl

y pr

esen

ted

in o

ne c

ase.

B3.

U

nem

plo

ymen

t ra

te

in t

he c

atch

men

t ar

ea, i

nclu

din

g

unem

plo

ymen

t ra

te

in t

he s

pec

ific

o

ccup

atio

n if

po

ssib

le

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

eC

ompl

ete

(CM

C T

able

s)C

ompl

ete

(CM

C T

able

s)C

ompl

ete

(CM

C T

able

s)

Une

mpl

oym

ent r

ates

are

ano

ther

in

dica

tor

of th

e av

aila

bilit

y of

em

ploy

ees.

The

dat

a is

pre

sent

ed

in th

e E

xcel

tabl

es, b

ut m

ost c

ase

stud

ies

do n

ot in

tegr

ate

this

use

ful

info

rmat

ion

in th

eir

gap

anal

ysis

.

B4.

Li

st o

f co

mp

etin

g

bus

ines

ses/

ind

ustr

ies

in

com

mun

ity/

reg

ion

Com

plet

e C

ompl

ete

Com

plet

e C

ompl

ete

Com

plet

eA

bsen

tC

ompl

ete

Com

plet

e

Mos

t cas

e st

udie

s in

dica

te w

hat

are

the

indu

strie

s or

bus

ines

ses

that

co

mpe

te fo

r em

ploy

ees,

how

ever

, it

wou

ld b

e us

eful

to h

ave

a se

nse

of

how

muc

h of

the

labo

ur fo

rce

is

capt

ured

by

the

othe

r in

dust

ries

by

imm

igra

tion

stat

us, a

s it

wou

ld

shed

ligh

t on

the

pref

erre

d in

dust

ries

of w

orke

rs.

B4.

1

Em

plo

ymen

t as

soci

ated

wit

h

com

pet

ing

b

usin

esse

s

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

B5.

W

age

Ana

lysi

s –

off

ered

vs

aver

age

in t

he s

ecto

r

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

All

case

s de

scrib

e th

e w

ages

offe

red

but n

one

prov

ides

a w

age

anal

ysis

. H

owev

er, o

ne p

oint

of t

he T

FW

prog

ram

is th

e ne

ed to

ens

ure

that

w

ages

for

thes

e em

ploy

ees

are

co

nsis

tent

with

thei

r oc

cupa

tion/

re

gion

/leve

l of s

kill.

Pro

vidi

ng s

uch

an

ana

lysi

s w

ould

hel

p de

mon

stra

te

that

cha

lleng

es in

recr

uitm

ent m

ay n

ot

be

driv

en b

y lo

wer

com

pens

atio

n

in th

is in

dust

ry.


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

rvat

ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

C.

Recru

itm

ent

Eff

ort

s

C1.

Q

ualit

ativ

e

des

crip

tio

n o

f re

crui

tmen

t ef

fort

s (C

anad

ian,

p

erm

anen

t re

sid

ents

, vu

lner

able

gro

ups)

to

ful

fill

lab

our

sh

ort

age

Com

plet

e C

ompl

ete

Com

plet

e C

ompl

ete

Com

plet

eC

ompl

ete

Com

plet

e C

ompl

ete

All

case

stu

dies

pro

vide

a q

ualit

ativ

e de

scrip

tion

of th

eir

recr

uitm

ent e

ffort

s.

How

ever

, the

stu

dies

do

not c

onve

y th

e ex

tent

of t

hese

effo

rts

(e.g

.,

num

ber

of p

ositi

ons

adve

rtis

ed,

num

ber

of fa

irs a

tten

ded)

or

of th

eir

impa

ct (e

.g.,

num

ber

of q

ualifi

ed

appl

ican

ts, n

umbe

r of

hire

s as

a

resu

lt of

recr

uitm

ent e

ffort

s). T

he

quan

tifica

tion

of im

pact

s w

ould

pr

ovid

e a

grea

ter

sens

e of

how

su

cces

ful a

re th

ese

effo

rts

and

th

e lim

itatio

ns th

at m

ay b

e fa

ced

re

gard

ing

hirin

g C

anad

ians

or

pe

rman

ent r

esid

ents

(e.g

., fe

w

appl

icat

ions

, lac

k of

qua

lifica

tions

).

C2.

Q

uant

ifica

tio

n o

f re

crui

tmen

t ef

fort

s (n

o. o

f p

osi

tio

ns

adve

rtis

ed, w

here

, p

arti

cip

atio

n in

fa

irs,

etc

.)

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Par

tial –

#

job

fairs

Abs

ent

Abs

ent

C3.

Q

uant

ifica

tio

n an

d

eval

uati

on

of

th

e im

pac

t o

f

recr

uitm

ent

effo

rts

(e.g

., nu

mb

er

of

app

lican

ts,

qua

lified

ap

plic

atio

ns,

new

hir

es –

to

tal,

by

vuln

erab

le

po

pul

atio

n, b

y re

gio

n)

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Par

tial –

hi

ring

of F

N

as a

resu

lt of

re

crui

tmen

t st

rate

gies

Abs

ent

Abs

ent


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

rvat

ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

D.

Train

ing O

pp

ort

unit

ies

D1.

E

ffo

rts

reg

ard

ing

tr

aini

ng (e

.g.,

trai

ning

off

ered

, p

artn

ersh

ips

wit

h ed

ucat

ion

in

stit

utio

ns) a

nd

eval

uati

on

of

th

eir

imp

act

Abs

ent

Par

tial –

no

eva

luat

ion

Par

tial –

no

eva

luat

ion

Abs

ent

Abs

ent

Par

tial –

no

eva

luat

ion

Par

tial –

no

eva

luat

ion

Abs

ent

Trai

ning

opp

ortu

nitie

s m

ay r

ange

fr

om a

n in

itial

orie

ntat

ion

to m

ore

form

al tr

aini

ng in

col

labo

ratio

n w

ith

an e

duca

tiona

l ins

titut

ion.

Orie

ntat

ion

is

ofte

n po

rtra

yed

as tr

aini

ng a

nd

incl

uded

in th

e de

scrip

tion

of

rete

ntio

n st

rate

gies

. For

the

gap

an

alys

is, i

t wou

ld b

e of

inte

rest

to

high

light

the

trai

ning

opp

ortu

nitie

s of

fere

d to

Can

adia

ns a

nd p

erm

anen

t re

side

nts,

and

thei

r pa

rtic

ipat

ion.

D2.

P

arti

cip

atio

n in

tra

inin

g

op

po

rtun

itie

s (e

.g.,

enro

lmen

t)

and

eva

luat

ion

of

init

iati

ves

Abs

ent

Com

plet

e A

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

t


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

rvat

ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

E.

Exp

ecte

d c

on

trib

uti

on o

f T

FW

E1.

D

escr

ipti

on

of

skill

set

req

uire

d/

soug

ht a

fter

w

ith

TFW

Abs

ent

Com

plet

eC

ompl

ete

Com

plet

e C

ompl

ete

Com

plet

e A

bsen

tA

bsen

tM

any

case

stu

dies

hig

hlig

ht th

e sk

ills th

at T

FW h

ave

and

how

this

m

akes

them

com

petit

ive

com

pare

d

to C

anad

ian/

perm

anen

t res

iden

ts

who

do

not h

ave

such

ski

lls

E2.

LM

IA a

pp

licat

ions

ex

pir

ing

and

p

end

ing

(new

an

d r

enew

als)

Abs

ent

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

E3.

N

umb

er a

nd/o

r

per

cent

age

of

va

canc

ies

exp

ecte

d t

o b

e fu

lfille

d w

ith

TFW

s

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

e (C

MC

Tab

les)

Com

plet

eC

ompl

ete

(CM

C T

able

s)A

ll ca

se s

tudi

es p

rese

nt th

e

num

ber

of T

FW s

ough

t, ho

wev

er,

the

just

ifica

tion

is o

ften

wea

k. T

he

expe

cted

impa

ct o

f TFW

on

som

e o

f the

issu

es h

ighl

ight

ed u

nder

th

e ot

her

dim

ensi

ons,

suc

h as

on

rete

ntio

n/tu

rnov

er r

ates

, on

ex

pans

ion

plan

s, o

r on

reve

nues

, is

onl

y hi

ghlig

hted

in o

ne o

r tw

o

stud

ies.

The

bar

riers

cre

ated

by

th

e 10

-20%

cap

are

hig

hlig

hted

by

one

cas

e st

udy,

whi

ch m

ay b

e th

e on

ly o

ne im

pact

ed, b

ut in

gen

eral

, pr

esen

ting

the

shar

e of

TFW

(cur

rent

an

d ex

pect

ed) o

ver

tota

l em

ploy

ees

wou

ld c

ontr

ibut

e to

a b

ette

r

unde

rsta

ndin

g of

com

posi

tion

of

the

labo

ur fo

rce

in th

e in

dust

ry.

E4.

Im

pac

t o

f fu

lfulli

ng

vaca

ncie

s w

ith

TFW

s o

n th

e

10%

–20%

cap

fo

r lo

w-w

age

stre

am.

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Com

plet

e –

cann

ot

seek

TW

F as

th

eir

num

ber

wou

ld e

xcee

d ca

p

Abs

ent

E5.

E

xpec

ted

imp

act

o

f T

FW h

irin

g

on

rete

ntio

n/tu

rno

ver

rate

s

Abs

ent

Par

tial –

pa

st im

pact

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

Abs

ent

E6.

E

xpec

ted

imp

act

of

TFW

ava

ilab

ility

o

n ex

pan

sio

n p

lans

Abs

ent

Par

tial –

qu

alita

tive

desc

riptio

nA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

t


Dim

ensi

ons

/ M

easu

res

Cas

e S

tud

ies

Sum

mar

y O

bse

rvat

ions

CA

SE

AC

AS

E B

CA

SE

CC

AS

E D

CA

SE

EC

AS

E F

CA

SE

GC

AS

E H

F. T

ransi

tion t

o p

erm

anent

resi

dency

F1.

Num

ber

and

p

erce

ntag

e o

f

TFW

who

hav

e

tran

siti

one

d/a

re

tran

siti

oni

ng t

o

per

man

ent

resi

den

ce

Par

tial –

no

tren

dsP

artia

l –

no tr

ends

P

artia

l –

no tr

ends

P

artia

l –

one

plan

tP

artia

l –

no tr

ends

Par

tial –

no

tren

dsP

artia

l –

no tr

ends

P

artia

l –

no tr

ends

In m

ost c

ases

, the

info

rmat

ion

re

gard

ing

the

num

ber

of T

FW

who

hav

e tr

ansi

tione

d or

hav

e

tran

sitio

ned

to p

erm

anen

t res

iden

cy is

pr

esen

ted,

how

ever

, ann

ual t

rend

s ar

e no

t ava

ilabl

e an

d it

is d

ifficu

lt to

get

a

clea

r se

nse

of th

e sh

are

of T

FW w

ho

have

tran

sitio

ned

give

n th

e w

ay th

e in

form

atio

n is

pre

sent

ed.

F2.

Qua

litat

ive

des

crip

tio

n o

f su

pp

ort

off

ered

to

T

FW t

o in

teg

rate

to

C

anad

ian

soci

ety

and

eva

luat

ion

of

thei

r ef

fect

iven

ess

Com

plet

eP

artia

l –

no e

valu

atio

nA

bsen

tA

bsen

tP

artia

l –

no e

valu

atio

nP

artia

l –

no e

valu

atio

nP

artia

l –

no e

valu

atio

nP

artia

l –

no e

valu

atio

n

Sup

port

s of

fere

d to

faci

litat

e th

is

tran

sitio

n ra

nge

from

inte

grat

ion

se

rvic

es to

val

idat

e jo

b of

fers

.

F3.

Qua

litat

ive

des

crip

tio

n o

f ex

isti

ng b

arri

ers

to

tra

nsit

ion

to

per

man

ent

resi

den

cy

Com

plet

eA

bsen

tA

bsen

tA

bsen

tA

bsen

tA

bsen

t

Par

tial –

br

ief

desc

riptio

n

of p

oten

tial

impr

ovem

ents

Abs

ent

To in

form

the

unde

rsta

ndin

g of

exi

stin

g ba

rrie

rs to

tran

sitio

n to

per

man

ent

resi

denc

y, a

ll ca

se s

tudi

es c

ould

el

abor

ate

on th

is p

oint

, whe

reas

just

tw

o ca

se s

tudi

es p

rovi

de s

uch

info

.

Food Processing Skills Canada (FPSC) 201–3030 Conroy Road

Ottawa, Ontario K1G 6C2

Phone: 613-237-7988Toll Free: 1-877-963-7472

Fax: 613-237-9939

www.fpsc-ctac.com

Documents

MEAT OF THE MATTER - LMI€¦ · Meat of the Matter is the first stage of the Securing Canada’s Meat Workforce project. The intent of this report is to analyze labour market employment